#iamarwyn : Breaking down barriers for Jobseekers
Arwyn Swanger, CCH, CPLC
#ActuallyAutistic Diversity Officer | Neurodiversity Career Management | DEI Initiative Implementation | Holistic Organizational Transformation | Global Keynote Speaker | Advanced Metaphysical Practitioner
You sit down at your computer, ready to tackle your day. But first, you take a quick look at your email- and there it is. The job opening that you've been waiting for.
You're excited, but you can't help but feel a little bit nervous too. This is a new company, and they're looking for someone just like you- an out-of-the-box thinker, that isn't afraid to break down the walls that have been historically placed there as a deterrent by ableist views and out-of-date and harmful behaviors from past employment trauma.
You know you're the perfect candidate for the job, but you're not sure how to make your case. Should you mention your ADHD? Your autism? Or should you just focus on your skills and experience?
Whatever you do, don't apologize for who you are. In this article, I discuss why it's so important to be unapologetic about your talents, skills, and what you can bring to the table- and how to make the most of your unique skills and experiences.
#dei Recruiting
So, you want to know what it means to be a DEI Recruiter? It's actually quite simple. It is the process of actively seeking out and hiring individuals into your company from all different backgrounds, walks of life, or experiences.
Diversity is not just defined as just "White" or "Black"- there are many different forms of Diversity including but not limited to:
As an example, I am a multi-racial pansexual woman who happens to be Neurodivergent and Autistic. People see my skin color, and automatically assume I am "White". However, I am Indigenous, Ashkenazi and Scottish-Norse.
Identifying Barriers to Employment
In order for companies to be successful, they need to employ the best talent out there. However, in order to do that, they need to be "talking the talk" AND "walking the walk". So many companies claim to be "Diversity and Inclusion focused" however, their actions speak directly against what they preach.
Unfortunately, many companies are not aware of the barriers that Disabled individuals face when seeking employment. These barriers can include things like ignorance and prejudice from hiring managers, a lack of understanding about #disabilityinclusion and its effects, and a lack of accommodations for employees.
My strategy to overcome barriers as a Neurodivergent and #actuallyautistic Recruiting Manager
1. Networking and collaboration with other Neurodivergent individuals. There is power in numbers, and by networking with others who understand what you're going through, you can learn from each other and support each other.
2. In my interview with Ultranauts Inc , I was honest about bullying, harassment, and mistreatment that I had experienced with my former employers regarding my ADHD/ADD, Autism, and CPTSD. I remember telling my manager Brian, that I am "unapologetically Neurodiverse" and that for years I had to hide who I was, that it was shameful for my birth mother, and how I was forced to mask and "take abuse" from employers because I was "lucky" to get a chance.
Don't try to hide it or downplay it--own it! The more open you are, the more likely employers are to see you as a valuable asset.
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3. Advocate for yourself. Don't be afraid to speak up for yourself and let your voice be heard. Let employers know that you're a highly capable individual who is more than capable of doing the job they're hiring for.
Breaking Down the Neurodivergent Stereotypes
The Neurodivergent community often faces a number of stereotypes and biases. These include assumptions about them being “disabled” or “mentally ill”, as well as beliefs that they are incapable of holding down a job or succeeding in a professional environment.
These can be damaging and can prevent Neurodivergent jobseekers from even applying for jobs, let alone getting hired. It's important that we break these stereotypes and make it clear that we are just like you- we may process information differently and have struggles or walls with communication, but we are capable of succeeding in any workplace! All we need is the right support, resources, and understanding to do so.
Establishing a Supportive Work Environment
Are you ready to create a supportive work environment that is filled with Diverse individuals? There are a few key elements that need to be taken into account when designing a workplace that is inclusive and safe for all.
First, it’s important to ensure that employees have access to the necessary resources they need to succeed in their roles. This can include accommodations like additional training time or one-on-one mentorship. Additionally, employers should offer programs that support Diversity and Inclusion in the workplace such as Workshops, training, flexible hours, and remote work options. Remember- you are NOT married to your job. Your mental health, your physical health, and your family ALWAYS come first.
Second, employers must be open-minded to different perspectives and ideas from their employees. Celebrate Diversity in the workplace by recognizing each individual's unique contributions and addressing any biases that may exist. Finally, create an open dialog with your team members—ask them what they need in order for them to feel supported at work, and listen to their concerns—this will go a long way in making sure everyone feels comfortable in the workplace setting.
The Necessity of Diversity and Inclusion
Embracing and celebrating Diversity and Inclusion is essential for any organization that wants to succeed in the modern world. The key is to create a culture of acceptance and understanding, which starts with an open-minded attitude toward those who may be different from us.
Without Diversity and Inclusion, organizations miss out on a wide range of perspectives, ideas, and solutions that come from having different kinds of people around the table. It’s also important to recognize that many individuals feel underrepresented in the workplace- something that needs to change.
The days of recruiting just because it’s “what you’ve always done” are over. We need to be conscious of making space for everyone in our organizations, regardless of their backgrounds or differences. This is where I come in as an unapologetically Neurodivergent Recruiting Manager that can lay out exactly what needs to be done but more importantly what needs to change.
Of course, we know that change doesn't happen overnight. But by understanding the unique perspective that neurodivergent individuals bring to the table, we can create a more inclusive and diverse workplace that benefits everyone. Are you ready to start making a change?
As an extra bonus, here are some incredible groups and companies to follow on LinkedIn